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January is a time of resolution, and of fresh starts. This holds true in the business world for companies assessing goals, putting new plans into action and for those on the hunt for a new job. This is particularly true for the banking industry in 2018. According to a recent survey, more than half of the banks queried said they plan to increase total employment during the coming year.

The old joke about “January joiners” implies that they’re gone by February. While this probably applies to the gym more than the job force, companies need to work hard to ensure their January joiners are warmed up for long-term success. That effort starts by having the right hiring framework in place for the new and changing staffing needs especially, in banking.

Today, a client can find out about us online, click on our website, open an account, and transact business without ever having to step into a bank. While these innovations have resulted in a more seamless, convenient banking experience, one of the side effects has been a change in “traditional” banking jobs. Even in a digitally-driven world, creating a lasting relationship and meeting clients’ expectations can make all the difference in a hyper-competitive business environment. And that means getting the right people with the right skills on your team now is more important than ever.

The biggest takeaway from these seismic industry shifts is that the evolving customer service model means employees need to have a very different mix of skills compared to even just five years ago. The new reality is that every company must act like a technology company. For banks, that has significantly altered the hiring and training approach. For my fellow colleagues seeking to expand their team, here are a few “do’s and don’ts” to guide you:

Don’t make “You’re hired” the end of the process. Research has shown many new hires leave within the first six months. One of the best ways a company can optimize their talent and build lasting teams is by having a dedicated and thorough onboarding process. This includes immersing those new employees in the culture, as much as in the job description. Ensure they understand what makes your organization unique and why. An onboarding system that captures vital information while keeping an employees’ point of view in mind is the best way to start strong right out of the gate.

Don’t hire for silos. When our bank thinks about who we are going to hire, we are seeking candidates who have a variety of skill sets and are comfortable working in the modern retail environment. The most innovative banks are moving to break down cross-department walls. That means hiring talent that has data fluency and is comfortable with the latest technology platforms.